Purpose
The purpose of the study is to investigate the mechanisms through which green HRM practices foster green creativity among employees. Specifically, it tests a conceptual model linking green HRM practices to green creativity, with employee thriving at work as a mediator and creative leadership as a moderator strengthening the links.
Design/methodology/approach
The study collected survey data from 319 employees working in the financial, internet and IT sectors in the developed coastal regions of China. The conceptual model and hypotheses were tested using this sample focused on sustainability-oriented sectors based in regions with imperative ecological needs and priorities.
Findings
The findings indicate that thriving at work (characterized by vitality and learning) mediates between green HRM practices and green creativity. In addition, creative leadership was found to moderate the impact of green HRM on both thriving and green creativity, including the indirect effects through thriving.
Originality/value
The study breaks new ground by being the first to examine the mediation of thriving at work and the moderation of creative leadership in connecting green HRM to green creativity. It develops and tests an integrated theoretical framework that combines insights from self-determination theory and creative leadership theory, situates the research in the timely and relevant context of China’s developed coastal areas and key industries and offers new insights and practical implications for fostering green creativity and aligning organizational strategies with the United Nations Sustainable Development Goals (SDGs).
Citation
Liu, X., Lin, Z., & Sun, Y. (2024). Where there is a thriving, there is a green way: cultivating employee green creativity through green HRM and creative leadership. Employee Relations, 46(8), 1826-1842. https://doi.org/10.1108/er-02-2024-0080
